Nice environment, but salaries below market value - Tech Lead Sportradar Employee Review

3.0
6 Aug 2019
Recommend
CEO approval
Business outlook

Pros

• Fast-growing, international company • Collaboration with offices worldwide • Laid-back environment • Secure working position It's a great place for junior developers. It's not difficult to get hired and you will have the opportunity to learn without much pressure.

Cons

• Markets, at least in the European branch I worked for, are well below market • No real extra benefit beyond from what is mandated by employment laws • Quality is not always a priority, though it depends on the project • No clear path for career growth. Opportunities pop up because of the rather fast turnover, which is not a good sign As I said in the pros, it's great for juniors, not so great for more advanced positions. Other companies will attach more value to your contributions.

Explore other reviews about Sportradar

5.0
2 Feb 2026
Recommend
CEO approval
Business outlook

Pros

Very flexible with scheduling. Nice bonus job that you can do after work. Not too difficult and if you’re already watching the game you might as well be getting paid for it. Supervisors and management are great and schedule very well.

Cons

Hard to get a lot of hours after the month of November. Guaranteed to work at least part of a Saturday almost every week.

1
2.0
23 June 2026
Recommend
CEO approval
Business outlook

Pros

There are some very smart, very strong team members. However, those individuals are leaving in droves.

Cons

The executive leadership team, especially Carsten have lost their way. Increasing demands on staff, while cutting team staffing across all functions, forcing 5 days in office without thinking through a plan and how it will effect families, and lack of raises the last few years has created a very stressed and overworked culture. This company has fully shifted into an "appease the shareholders" phase of cost cutting, do more with less phase which is having a large effect on the quality of talent. There is a constant shift of senior leadership with changing priorities when the actual fix to most problems are to just add low level staff to do work. This place is overrun with Sr leaders demanding KPI/KRI updates, sitting in meetings, and not much time spent doing actual work.

2
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